For nearly seventy years, the National Labor Relations Board and various courts have interpreted the National Labor Relations Act as permitting employers to give captive audience meetings during labor organizational campaigns in the private-sector. Employees, in the midst of deciding whether to join a union, must attend such meetings where “labor relations consultants” usually recite management’s views about the evils of unionism. These meetings occur during working hours, when management is best situated to shackle employees and force them to attend through the exertion of economic authority, and to play on fears of job loss if employees vote in favor of unionization. During these meetings, employees are often not permitted to question the employer representative and employers are not obligated to provide the union access to the workplace to present opposing views. While in a formal sense employees are free to leave these meetings, they do so at the peril of losing their jobs.